Congratulations on your accomplishments!!!

Danny is the guru of the recruiting business but his true calling is schooling politicians that are clueless about economics

Good insights, great interview. Love the tips.

Great Firm, thank you Maggie.

I think what a lot of recruiters get wrong is to think that the issue with retention is a matter of candidates having too many job options and that they will just go for whoever pays them more, offers them better benefits or gives them more flexibility. That's not what causes candidates to leave. It's what propels them to but the issue is underlying and it is simply companies having too much of a focus on creating a company culture, requiring employees to fit that culture , being judged based on personality instead of focusing on their skillset while these same companies are being poor in applying or hypocritical when applying their own company culture themselves. Many times, companies apply their culture in a plastic way. A "healthy, fair and inclusive work environment" is just a façade for many companies and employees get tired of that falsehood while being expected to exude that culture, forcing many to fake it too. There's less loyalty toward the company because they see the company isn't as loyal to them. And since candidates see they now have options, they jump ship easier. The problem is that companies approach their work environment issues not from an employee wellness perspective but from what employees perceive to be a selfish perspective. Instead of saying, "Employees are leaving. What can we do to ensure they're happy working with us?", they approach it with, "Employees are leaving. How can we fix that to stop losing money?" so the decisions are never about the employee, it's about the company and it shows. Employees see that. They understand that the solutions in place don't have their well-being as a priority but it's a means to an end. I've come to realize that most employees couldn't care less about company culture. They just want to be trusted, respected, paid fairly and not be exploited. So you can give them great benefits, equity in the company, social events, academic education assistance but if the things aforementioned are lacking, they'll still be tempted to leave. If I, as an employee, have shares in the company I work for, that still isn't a strong solution to keep me around because unless I have a reason to value the company dearly, it's just stocks I owe and I can go trade it for something else. I know that owning stock doesn't mean that I ultimately, own the company. It doesn't mean my voice in it matters. It's just a thing you're giving me. What keeps employees are not things.

Tech Beach is a must attend event if you are serious about connecting with people doing great things. No where can you have all you can eat jerk chicken and Jamaican beef patties, sit on the beach with investors, movies stars and tech executives and talk about business and life. Then everybody goes and parties on the beach in the evening.

Great episode. 👏

Great insight!

wow i just subscribed this was ultra poggers🎉🎉🎉

Imposter syndrome not the Dunning Krugger effect

Oh so you are an imperfect human being all of a sudden. Yes. It's going to be expensive. It's really hard keeping you from the thr. ough. I found out about Lutoff Perlo CEO of Celebrity Warthogs Cruises. You are right. I don't fit in with you Lutoff Perlo CEO of Celebrity Warthogs Cruises. For that reason you need to apologise to me, and compensate me.

It's the HR word vomit guy. Where'd those Kelly Services videos go?

good content

We appreciate the work of Daniel Callaghan and Veremark to show the world a practical use-case for Blockchain which can transform a previously difficult and slow process with a low 'yield' ( success rate ) into something that is Easier, Better Yield, Faster and less expensive. Most companies do not understand the extremely high 'cost if failure' in their recruitment processes as well as long lead-times. We expect an application such as Veremark will reduce 'cost if failure' and 'lead-times' by at least an order of magnitude ( 10x reduction ).

I have a question what do you do if your staff have a emergency meeting what do you do

If you have emergency meeting what do you do

At the investment group

I’m new of being chef of staff

𝕡𝕣𝕠𝕞𝕠𝕤𝕞 😔

Love hearing the backstory of how CJ got to where he is today. Sounds like an innovative app and would recommend it to my network.

Wanderly ❤️❤️

Very interesting and through interview John asked some great questions like "how to stay educated on the industry" and Gabe really has a lot of enthusiasm. It is inspiring. Thanks for this contribution.

Great Job Connie! It was thorough and interesting!

Excellent interview and insights!

I love the “sounding board” and the “support network” comments - so true!!!!!

Superb insights!

Great interview!

Love this episode - so interesting.

Thank you for this. Very helpful!

Yes, there can and will be integrity in the New Economy.

Let's act together to spread awareness of sustainable food #Livetree

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I found this to be relevant information and am glad I found this podcast

She has the same name as me!

voh.fyi champion